Francesco/who-killed-jfk huggingface dataset:
[104-10222-10012.pdf — page 185]
# FITNESS REPORTCONFIDENTIALTT TO FJTT-11286EMPLOYEE SERIAL NUMBER012170## SECTION A1. NAME   Randall Frederick CGENERAL2. DATE OF BIRTH 3..DEX 4. GRADE S.SD   28 Oct 26 M 03-13 D5. OFFICIAL POSITION TITLE 7. OFF/DIV/DR OF ASSIGNMENT 8. CURRENT STATION   Ops Officer DDP/FE/JKO Tokyo9. CHECK (X) TYPE OF APPOINTMENT 10. CHECK (X) TYPE OF REPORT   CAREER TEMPORARY INITIAL REASSIGNMENT SUPERVISOR   CAREER-PROVISIONAL SPECIAL (Specify): ANNUAL REASSIGNMENT EMPLOYEE   SPECIAL (Specify):11. DATE REPORT DUE IN O.P. 12. REPORTING PERIOD (From 10-)    Feb 64 1 January to 31 December 1963## SECTION B PERFORMANCE EVALUATIONW - Weak Performance ranges from wholly Inadequate to slightly less than satisfactory. A rating in this category requires positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, to reassignment of to separation. Describe action taken or proposed in Section C.A - Adequate Performance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence.P. Proficient Performance is more than satisfactory. Desired results are being produced in a proficient manner.S - Strong Performance is characterized by exceptional proficiency.O - Outstanding Performance is so exceptional in relation to requirements of the work and in comparison to the performance of other's doing similar work as to warrant special recognition.## SPECIFIC DUTIESList up to six of the most important specific duties performed during the rating period. Insert rating letter which best describes the manner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated on their ability to supervise (Indicate number of employees supervised).SPECIFIC DUTY NO. 1 RATING LETTERStation PBRAMPART officer SSPECIFIC DUTY NO. 2 RATING LETTERSupervisor of Central Registry (5 persons) DBYD SSPECIFIC DUTY NO. 3 RATING LETTERSupervisor of Central Control File, Japan SSPECIFIC DUTY NO. 4 RATING LETTERCase officer for important exiled former Chief of State SSPECIFIC DUTY NO. 5 RATING LETTEROfficer in charge for Station's primary military cover unit SSPECIFIC DUTY NO. 6 RATING LETTERStaff supervision of Station's KURICT activities S## OVERALL PERFORMANCE IN CURRENT POSITIONTake Into account everything about the employee which influences his effectiveness in his current position such as performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and particular limitations or talents. Based on your knowledge of employee's overall performance during the rating period, place the latter in the rating box corresponding to the statement which most accurately reflects his level of performance.RATING LETTERS25 JAN 1964FORM 45 CASOLRT PREVIOUS EDITIONS.
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SECTION C## NARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify or explain ratings given in Section B to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory duties must be described, if applicable.This officer has continued the strong performance indicated in his last report. During the rating period he has continued to grow with the job and is certainly ready for broader responsibilities. Our outstanding recommendation for his promotion to the next higher grade demonstrates how we value his services and evaluate his performance.SECTION D## CERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE12/19/63SIGNATURE OF EMPLOYEE/s/ Frederick Randall2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONDATE12/19/63OFFICIAL TITLE OF SUPERVISORDCOSTYPED OR PRINTED NAME AND SIGNATURE/s/ Robert Wheeler3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALTokyo Station has made exceptional strides and has an excellent record in the difficult field of coordination of operations with the various military elements. A very high degree of the credit for this situation can be attributed to the excellent work of this employee.DATE19 December 1963OFFICIAL TITLE OF REVIEWING OFFICIALCOSTYPED OR PRINTED NAME AND SIGNATURE/s/ William Broe
[104-10222-10012.pdf — page 187]
# SECRET(When Filled in)# FITNESS REPORT**EMPLOYEE SERIAL NUMBER**012170## SECTION A1. NAME(Last)Randall, Frederick6. OFFICIAL POSITION TITLEOps Officer9. CHECK (X) TYPE OF APPOINTMENTCAREERTEMPORARYRESERVECAREER-PROVISIONAL (See Instructions - Section C)SPECIAL (Specify):11. DATE REPORT DUE IN O.P.## GENERAL(First) (Middle)2. DATE OF BIRTH 3. SEX28 Oct 26 M7. OFF/DIV/BR OF ASSIGNMENTFE10. CHECK (X) TYPE OF REPORTINITIALX ANNUALSPECIAL (Specify):12. REPORTING PERIOD (From-to-)1 Jan 62 - 31 Dec 624. GRADE 5. SDGS-15 D8. CURRENT STATIONTokyoREASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEE## SECTION B PERFORMANCE EVALUATIONW-Weak Performance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, to reassignment or to separation. Describe action taken or proposed in Section C.A- Adequate Performance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence.P- Proficient Performance is more than satisfactory. Desired results are being produced in a proficient manner.S- Strong Performance is characterized by exceptional proficiency.O- Outstanding Performance is so exceptional in relation to requirements of the work and in comparison to the performance of others doing similar work as to warrant special recognition.## SPECIFIC DUTIESList up to six of the most important specific duties performed during the rating period. Insert rating letter which best describes the manner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated on their ability to supervise (indicate number of employees supervised).SPECIFIC DUTY NO. 1RATING LETTERStation PBRAMPART officerPSPECIFIC DUTY NO. 2RATING LETTERSupervisor of central registry (5 persons)SSPECIFIC DUTY NO. 3RATING LETTERSupervisor of Central Control File, Japan (see Section C)SSPECIFIC DUTY NO. 4RATING LETTERCase officer for important exiled former Chief of StateSSPECIFIC DUTY NO. 5RATING LETTEROfficer in Charge for Station's primary military cover unitSSPECIFIC DUTY NO. 6RATING LETTERStaff supervision of Station's KURIOT activitiesS## OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and particular limitations or talents. Based on your knowledge of employee's overall performance during the rating period place the letter in the rating box corresponding to the statement which most accurately reflects his level of performance.RATING LETTERS14 FEB 1963FORM 45 OBSOLETE PREVIOUS EDITIONS.4-62SECRET
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# SECRETSECTION E NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCEStress strongths and weaknessos demonstrated in current position. Indicate suggestions made to employee for Improvement of his work. Give recommendations for his training. Describe, if appropriate, his potentiel for development and for assuming greator responsibilities. Amplify or explain, if appropriate, ratings given in SECTIONS B, C, and D to provide the best bagin lo Ige determining future personnel actions.[To 16 12 04 PR 67In the three months sub, ect ims been in pl: co he has demonstrated his cogity to adapt to new conditions and situations in the free of trying to setthAIL:RUQNfricult problems of establishing his household in a conntry new to him. he has pitched, with zeal and enthusiasm into fields of organisation cctivity relatively new to him. hree months in such a situation is too short a time touage actions with great validity, but it is my considered opinion that in sud, set we have found the right officer in the right place at the right time and the future looks bright.> > It has been prepared in accordance> w/ Division standards which> Tle indice. of ratigs are slightly substandard> rating is are duly substantrySECTION F CERTIFICATION AND COMMENTS1. BY EMPLOYEEI certify that I have seen Sections A, B, C, D and E of this Report.DATE15 Jan. 62SIGNATURE OF EMPLOYEEFrederick Randall (Signed)BY SUPERVISOR2. MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOTSE, GIVE EXPLANATIONIF REPORT IS NOT BEING MADE AT THIS TIME, GIVE REASON.EMPLOYER UNDER MY SUPERVISION LESS THAN DO DAYS REPORT MADE WITHIN LAST DO DAYSOTHER (Specify):DATEOFFICIAL TITLE OF SUPERVISOR15 Jan. 62TYPEO CA PRINTED NAME AND SIGNATURERobert P. Wheeler3. BY REVIEWING OFFICIALI WOULD HAVE GIVEN THIS EMPLOYEE ABOUT THE SAME EVALUATION.I WOULD HAVE GIVEN THIS EMPLOYER A HIGNER ÉVALUATION.I WOULD HAVE GIVEN THIS EMPLOYEE A LOWER EVALUATION.I CANNOT JUDGE THESE EVALUATIONS. I AM NOT SUPPICIENTLY FAMILIAR MTH THE EMPLOYEE'S PERFORMANCE.COMMENTS OF REVIEWING OFFICIALDATEOPFICIAL TIPLE OF REVIEDING OFFICIALPIPEDR PRINTED NAME AND SIGNATURE15 Jan. 60!מביא roe (Signed(SECRET
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# SECRET(When Filled In)## SECTION E NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCEStress strengths and weaknesses demonstrated in current position. Indicate suggestions made to employee for improvement of his work. Give recommendations for his training. Describe, if appropriate, his potential for developing and for assuming responsibilities. Amplify or explain, if appropriate, ratings given in SECTIONS B, C, and D to provide the best basis for determining future personnel actions.This is Mr. Randall's first experience in a staff position. During the period under review he took firm control of his job and showed substantial improvement over his previous competent performance. His operational background and good sense have combined and made him an excellent officer, deserving of further responsibility in a field position. It should also be noted that Mr. Randall performed in excellent fashion in replacing the rater during the latter's 7-week TDY in the Fall of 1960.This report has been prepared to assess the individual entirely against the requirements of satisfactory performance.## SECTION F CERTIFICATION AND COMMENTS### BY EMPLOYEE1.  I certify that I have seen Sections A, B, C, D and E of this Report.DATE SIGNATURE OF EMPLOYEE### BY SUPERVISOR2. MONTHS EMPLOYEE HAS BEEN IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION   UNDER MY SUPERVISIONSubject departed to the field prior to completion of fitness int.IF REPORT IS NOT BEING MADE AT THIS TIME, GIVE REASON.EMPLOYEE UNDER MY SUPERVISION LESS THAN 30 DAYS REPORT MADE WITHIN LAST 90 DAYSOTHER (Specify):DATE OFFICIAL TITLE OF SUPERVISOR TYPED OR PRINTED NAME AND SIGNATUREC/FS/PO/C Horace E. Feidman### BY REVIEWING OFFICIAL3. I WOULD HAVE GIVEN THIS EMPLOYEE ABOUT THE SAME EVALUATION.I WOULD HAVE GIVEN THIS EMPLOYEE A HIGHER EVALUATION.I WOULD HAVE GIVEN THIS EMPLOYEE A LOWER EVALUATION.I CANNOT JUDGE THESE EVALUATIONS. I AM NOT SUFFICIENTLY FAMILIAR WITH THE EMPLOYEE'S PERFORMANCE.COMMENTS OF REVIEWING OFFICIALDATE OFFICIAL TITLE OF REVIEWING OFFICIAL TYPED OR PRINTED NAME AND SIGNATUREDCFESECRET
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# SECRET(When Filled In)## SECTION E NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCEStress strengths and weaknesses demonstrated in current position. Indicate suggestions made to employee for improvement of his work. Give recommendations for his training. Describe, if appropriate, his potential for development and for assuming greater responsibilities. Amplify or explain, if appropriate, ratings given in SECTIONS B, C, and D to provide the best basis for determining future personnel actions.Mr. Randall is an intelligent, hardworking senior officer with considerable operational background. This is his first staff assignment after long experience in one action area. He has adjusted well to this new assignment and has proved particularly effective in dealings with the Special Staffs on a variety of matters.I would recommend that Mr. Randall be assigned to a responsible job in a field station after this tour on the FE Staff.## SECTION F CERTIFICATION AND COMMENTS1. BY EMPLOYEEI certify that I have seen Sections A, B, C, D and E of this Report.DATE 21/3/60SIGNATURE OF EMPLOYEEFrederick C Randall.2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION7IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONIF REPORT IS NOT BEING MADE AT THIS TIME, GIVE REASON.EMPLOYEE UNDER MY SUPERVISION LESS THAN 90 DAYSREPORT MADE WITHIN LAST 90 DAYSOTHER (Specify):DATE 16 March 1960OFFICIAL TITLE OF SUPERVISORChief, FB/PO/VITYPED OR PRINTED NAME AND SIGNATUREHorace Z. Feldman3. BY REVIEWING OFFICIALI WOULD HAVE GIVEN THIS EMPLOYEE ABOUT THE SAME EVALUATION.I WOULD HAVE GIVEN THIS EMPLOYEE A HIGHER EVALUATION.I WOULD HAVE GIVEN THIS EMPLOYEE A LOWER EVALUATION.I CANNOT JUDGE THESE EVALUATIONS. I AM NOT SUFFICIENTLY FAMILIAR WITH THE EMPLOYEE'S PERFORMANCE.COMMENTS OF REVIEWING OFFICIALDATE 30 MAR 1960OFFICIAL TITLE OF REVIEWING OFFICIALDeputy Chief, FESIGNATUREWilliam V. BroeSECRET
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SECRETSECTION ENARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCEStress strengths and weaknesses demonstrated in current position. Indicate suggestions made to employee for improvement of his work. Give recommendations for his training. Describe, if appropriate, his potential for development and for assuming greater responsibilities. Amplify or explain, if appropriate, ratings given in SECTIONS B, C, and D to provide the best basis for determining future personnel actions.During the period under review, Mr. Randall returned from the field and took up the responsibilities of chief of an active and important desk. This initial period has of necessity been one of orientation to Headquarters problems and procedures. Mr. Randall appears to be developing well and has evidenced the capacity for handling his job in a highly competent manner.SECTION FCERTIFICATION AND COMMENTS1. BY EMPLOYEEI certify that I have seen Sections A, B, C, D and E of this Report.DATESIGNATURE OF EMPLOYEE29 December 1958Frederick C. Randall2. BY SUPERVISORMONTHS EMPLOYEE HAS BEENUNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION5IF REPORT IS NOT BEING MADE AT THIS TIME, GIVE REASONEMPLOYEE UNDER MY SUPERVISION LESS THAN 90 DAYSREPORT MADE WITHIN LAST 90 DAYSOTHER (Specify):DATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE29 December 1958Deputy Chief, FE/MIAClarence V. Edwards3. BY REVIEWING OFFICIALI WOULD HAVE GIVEN THIS EMPLOYEE ABOUT THE SAME EVALUATION.I WOULD HAVE GIVEN THIS EMPLOYEE A HIGHER EVALUATION.I WOULD HAVE GIVEN THIS EMPLOYEE A LOWER EVALUATION.I CANNOT JUDGE THESE EVALUATIONS. I AM NOT SUFFICIENTLY FAMILIAR WITH THE EMPLOYEE'S PERFORMANCE.COMMENTS OF REVIEWING OFFICIALDATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURE29 December 1958Chief, FE/MIAJoseph S. SmithSECRET
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# SECRETRATINGS ON PERFORMANCE OF SPECIFIC DUTIES**DIRECTIONS**a. State in the spaces below up to six of the more important SPECIFIC duties performed during the rating period. Place the most important first. Do not include minor or unimportant duties.b. Rate performance on each specific duty considering ONLY effectiveness in performance of this specific duty (do not rate as supervisors those who supervise a secretary only).c. For supervisors, ability to supervise will always be rated as a specific duty (do not rate as supervisors those who supervise a secretary only).d. Compare in your mind, when possible, the individual being rated with others performing the same duty at a similar level of responsibility.e. Two individuals with the same job title may be performing different duties. If so, rate them on different duties.f. Be specific. Examples of the kind of duties that might be rated are:ORAL BRIEFINGHAS AND USES AREA KNOWLEDGECONDUCTS INTERROGATIONSGIVING LECTURESDEVELOPS NEW PROGRAMSPREPARES SUMMARIESCONDUCTING SEMINARSANALYSIS INDUSTRIAL REPORTSTRANSLATES GERMANWRITING TECHNICAL REPORTSMANAGES FILESDEBRIEFING SOURCESCONDUCTING EXTERNAL LIAISONOPERATES RADIOKEEPS BOOKSTYPINGCOORDINATES WITH OTHER OFFICESDRIVES TRUCKTAKING DICTATIONWRITES REGULATIONSMAINTAINS AIR CONDITIONINGSUPERVISINGPREPARES CORRESPONDENCEEVALUATES SIGNIFICANCE OF DATAg. For some jobs, duties may be broken down even further if supervisor considers it advisable, e.g., combined key and phone operation, in the case of a radio operator.1. INCOMPETENT IN THE PERFORMANCE OF THIS DUTY2. BARELY ADEQUATE IN THE PERFORMANCE OF THIS DUTY3. PERFORMS THIS DUTY ACCEPTABLY4. PERFORMS THIS DUTY IN A COMPETENT MANNER5. PERFORMS THIS DUTY IN SUCH A FINE MANNER6. PERFORMS THIS DUTY IN AN OUTSTANDING MANNER7. FOUND IN VERY FEW INDIVIDUALS HOLDING SIMILAR JOBS8. EXCELS ANYONE I KNOW IN THE PERFORMANCE OF THIS DUTY9. THAT HE IS A DISTINCT ASSET ON HIS JOB| DESCRIPTIVE RATING NUMBER || - - - || SPECIFIC DUTY NO. 1 || - - - || Directs intelligence agents | RATING NUMBER | SPECIFIC DUTY NO. 4 || - - - || 6 | Prepares ops reports | 5 || SPECIFIC DUTY NO. 2 || - - - || Develops new intel sources | RATING NUMBER | SPECIFIC DUTY NO. 5 || - - - || 5 | Has and uses area knowledge | 5 || SPECIFIC DUTY NO. 3 || - - - || Prepares intel reports | RATING NUMBER | SPECIFIC DUTY NO. 6 || - - - || 5 | Debriefs sources | 6 |NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCEDIRECTIONS: Stress strengths and weaknesses, particularly those which affect development on present job.HASECTION 0.SUITABILITY FOR CURRENT JOB IN ORGANIZATION![suitability for current job]
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SECRET3. INDICATE THE APPROXIMATE NUMBER OF MONTHS THE RATED EMPLOYEE HAS BEEN UNDER * SUPERVISION:804. COMMENTS CONCERNING POTENTIALSubject combines tenacity with dependability. He is most conscientious, and displays an outstanding grasp of the intelligence profession.SECTION M. FUTURE PLANS1. TRAINING OR OTHER DEVELOPMENTAL EXPERIENCE PLANNED FOR THE INDIVIDUALNA2. NOTE OTHER FACTORS, INCLUDING PERSONAL CIRCUMSTANCES, TO BE TAKEN INTO ACCOUNT IN INDIVIDUAL'S FUTURE ASSIGNMENTSSubject hopes to be able to continue his work toward a PhD degree, by outside study, therefore, it is recommended that he be assigned to headquarters for his next tour.SECTION I. DESCRIPTION OF INDIVIDUALDIRECTIONS: This section is provided as an aid to describing the individual as you see him on the job. Interpret the words literally. On the page below are a series of statements that apply in some degree to most people. In the left of each statement is a box under the heading "CATEGORY". Read each statement and insert in the box the category number which most tells how much the statement applies to the person covered by this report.CATEGORY NUMBER: THIS IS THE WAY THE DESCRIPTION APPLIES TO THE INDIVIDUAL1. APPLIES TO INDIVIDUAL TO AN EXTENT HARDLY WORTHY OF MENTION2. APPLIES TO INDIVIDUAL TO A LIMITED EXTENT3. APPLIES TO INDIVIDUAL TO AN AVERAGE DEGREE4. APPLIES TO INDIVIDUAL TO A GREAT EXTENT5. APPLIES TO INDIVIDUAL TO AN OUTSTANDING DEGREE| CATEGORY NUMBER |                         STATEMENT                          | CATEGORY NUMBER || :-------------: | :--------------------------------------------------------: | :-------------: ||        3        |             IS MORE THAN ADEQUATE FOR THE JOB              |        4        ||        4        |      HAS AN EXCELLENT COMMAND OF THE ENGLISH LANGUAGE      |        2        ||        5        |                   IS A GOOD COMMUNICATOR                   |        3        ||        4        |                 IS A CONSCIENTIOUS WORKER                  |        3        ||        3        |  IS ALWAYS ON THE LOOKOUT FOR WAYS TO IMPROVE PERFORMANCE  |        4        ||        3        | WELCOMES THE CHANCE TO PARTICIPATE IN JOB RELATED TRAINING |        3        ||        5        |             HAS THE RESPECT OF HIS ASSOCIATES              |        4        ||        5        |                IS LOYAL TO THE ORGANIZATION                |        4        |
[104-10222-10012.pdf — page 201]
SECRET# FITNESS REPORT (Part 1) PERFORMANCEINSTRUCTIONSFOR THE ADMINISTRATIVE OFFICE: Consult current instructions for completing this report.FOR THE SUPERVISOR: This report is designed to help you express your evaluation of your subordinate and to transmit this evaluation to your supervisor and senior officials. Organization policy requires that you inform the subordinate where he stands with you. Completion of the report can help you prepare for a discussion with him of his strengths and weaknesses. It is also organization policy that you show Part I of this report to the employee except under conditions specified in Regulation 20.370. It is recommended that you read the entire form before completing any question. If this is the initial report on the employee, it must be completed and forwarded to the Office of Personnel no later than 30 days after the date indicated in item 8. of Section "A" below.## SECTION A. GENERAL1. NAME:   RANDALL, FREDERICK2. DATE OF BIRTH: 23 October 19263. SEX: Male4. SERVICE DESIGNATION: [illegible]5. OFFICE/DIVISION/BRANCH OF ASSIGNMENT: [illegible]6. OFFICIAL POSITION TITLE: Intelligence Officer (FI)7. GRADE: 3-12-28. DATE REPORT DUE IN OP: June 19579. PERIOD COVERED BY THIS REPORT (Inclusive dates): September 1956--June 195710. TYPE OF REPORT (Check one):*   Reassignment--Supervisor*   Reassignment--Employee    X Promotion## SECTION B. CERTIFICATION1. FOR THE RATER: THIS REPORT [X] HAS [ ] HAS NOT BEEN SHOWN TO THE INDIVIDUAL RATED. IF NOT SHOWN, EXPLAIN WHY NOT:A. Check (X) APPROPRIATE STATEMENT:[X] THIS REPORT REFLECTS MY OPINIONS OF THIS INDIVIDUAL.[ ] IF INDIVIDUAL IS RATED "0" IN CT OF 0. A NARRATIVE LISTING HAS BEEN SENT TO WHOM A COPY ATTACHED TO THIS REPORT.[X] I HAVE DISCUSSED WITH THIS INDIVIDUAL HIS STRENGTHS AND WEAKNESSES.[ ] I CERTIFY THAT THE RATED INDIVIDUAL SHOWS HIGH PERFORMANCE BECAUSE (Specify)B. THIS DATE: 26 July 1957C. TYPED OR PRINTED NAME AND SIGNATURE OF SUPERVISOR (OR SUPERVISOR'S OFFICIAL TITLE): VALENTINE O. GOODFELL, Chief of Station, DjakartaI CERTIFY THAT ANY SUBSTANTIAL DIFFERENCE OF OPINION WITH THE SUPERVISOR OR ANY OTHER INFORMATION, WHICH WILL LEAD TO A BETTER UNDERSTANDING OF THIS REPORT.[Illegible] NO DATE 9 Jan 58[ ] CERTIFY IN APPROPRIATE SPACESECTION C. PERFORMANCE EVALUATION![performance evaluation]